Once a candidate is selected as the best fit for the vacant position, the process of offering the position and hiring the person begins. Below is a general workflow of this process, in this section we will discuss the making an offer section. For more information on the hiring section, click here.
The department should begin checking references as soon as the candidate is selected to ensure that the person you met can do the job to the same degree of excellence as he/she portrayed in the interview. Additionally, reference checking gives you the opportunity to see how the candidate’s colleagues view him/her.
During the reference check, you may also complete the experience verification form when needed to meet the minimum requirements of the position. While the reference check and the experience verification can be done together, one does not substitute the other. Reference check is conducted to ensure the candidate is a strong performer in a current or previous position. When conducting a reference check you are asking questions related to the person’s performance, work ethic, etc.
For additional information, please review these reference-checking guidelines and frequently asked questions about reference-checking.
Experience verification is done to ensure that the candidate has the years of experience required to meet the minimum qualifications of the position. If verification is conducted outside of the background screening process through First Advantage, then the experience verification form requires information such as the supervisor’s name, person completing the form, start and end dates of employment and hours per week worked.
When a candidate has additional education above the minimum requirement of a position, it can be used to account for experience required for the position. Below is the experience equivalent of education attained above the minimum requirement.
Highest Education Degree |
Experience Equivalency |
High School
|
|
College (Undergraduate)
|
Example: 105 or more undergraduate semester hours = 3 years, 6 months experience
Example: 15 undergraduate hours = 6 months experience Example: 30 undergraduate hours = 1 year experience Example: 45 undergraduate hours = 1 year, 6 months experience |
College (Graduate)
|
Example: 9 graduate hours = 6 months experience (after bachelor is conferred)
Example: 18 graduate hours = 1 year experience (after bachelor is conferred) Example: 27 graduate hours = 1 year 6 months experience (after bachelor is conferred)
Example: All but conferred status equals 7 years and 6 months |
Before making a job offer the hiring department should verify with a dean’s office or authorized director that the salary being offered is within the budget range of the department or unit. Once this is confirmed, in the Careers at UF system, the selected candidate should be placed in the “Recommend for Hire/Clearance Request” status, which will trigger an automated email requesting clearance to the department’s recruiter in Core HR.
The clearance process completed by Core HR includes the review of the following:
The following are the requirements to conduct an education verification.
Education Less than High School Diploma
If the minimum requirement of a position is less than a high school diploma and the applicant has not obtained a high school diploma or equivalent, the department must request transcripts or a letter from the high school.
High School Diplomas
To verify a high school diploma the Core HR Recruiter will request a copy of the candidate’s high school diploma or equivalent (GED).
College Degrees
College degrees are verified through a third-party entity, National Student Clearinghouse. To complete the verification for degrees including professional degrees (MD, JD, DDS, etc.), the hiring department may provide the candidate’s date of birth via email to the Core HR Recruiter. If providing a social security number, it must be done via phone. If submitting a social security number please call your Core HR Recruiter, DO NOT submit via email as this violates UF Privacy policies.
Please note, not all universities participate in the National Student Clearinghouse database, if that is the case, the hiring department will need to request an official transcript from the candidate.
International Degrees
If the candidate has an international degree, a degree equivalency is required. Degree equivalency refers to evaluation by a crediting agency that the degree achieved is equal to the same degree level in the U.S. Members of the National Association of Credential Evaluation Services (NACES.org) organization are highly recommended as they are recognized by the institutional accreditation body (SACS) and immigration agencies. The equivalency process may take several weeks to generate results.
It is the hiring department’s responsibility to submit the equivalency to the department’s Core HR Recruiter to verify that the candidate meets the degree requirement of the position.
Sponsoring an International Employee
In general, if the candidate selected is an international employee who needs sponsorship, the position itself must have a minimum requirement of a specific bachelor’s degree.
For example, a Biological Scientist position requires a bachelor’s degree in Biology or a closely related field. A position that has “or a combination of education and experience” in the minimum requirements section is not eligible. The specific bachelor’s degree required for the position must be listed on the job requisition in order for the person selected to be eligible for H1-B status. (A copy of the position description must accompany the H1-B petition.)
A position that accepts any bachelor’s degree rather than one that is directly related to the position will not suffice to make the position a specialty occupation. In addition to having the required bachelor’s degree, the person hired must also meet the experience requirements as stated in the job advertisement.
For a complete list of positions eligible for H1-B visa status, please refer to the Immigration and Compliance section of the HRS website.
All new faculty, TEAMS, and OPS hires to UF must go through a pre-employment criminal background check. Federal, state statutes and/or or contracts may require specific criminal background checks on certain positions within the university.
All criminal background checks are conducted by Talent Acquisition & Onboarding, Human Resources. The Core HR Recruiter, in collaboration with the hiring department, will determine the appropriate level of background check.
Click on the link below for more detailed information and to schedule an appointment.
The following are the available types of criminal background checks. Review the coverage area and requirements for each type to determine the appropriate check for the candidate selected.
Type of Criminal Background Check |
Coverage of Criminal Background Check |
Requirements |
Process Time |
HireRight | Searches for criminal records at a national level; international check is also available |
New faculty, staff, and OPS employees to the University of Florida. International screening is required if the candidate has only been in the U.S. less than 3 years. |
Results are typically available within 3 business days. However, this may vary depending on addresses provided. |
Level 2 | Searches criminal records that may be found in the Federal Bureau Investigation (FBI) databases at a national level. | Positions with special trusts and responsibilities. Hiring department will determine the need for this background. | Results are typically available within 24 hours from prints submission. |
Level 2 – DCF | Searches criminal records at a national level along with records accessible to the Florida Department of Children and Families. | Position falls under Florida Statute 435 or is affiliated with Department of Children and Families and Childcare facilities. | Result are typically available within 3 to 7 business days from prints submission. |
In accordance with the Equal Employment Opportunities Commission (EEOC) guidelines, each record will be reviewed with the following considerations to determine whether the records are ground for denying employment:
The University of Florida will ensure that all background checks are held in compliance with federal and state statutes, such as Fair Credit Reporting Act, when applicable.
Once Talent Acquisition & Onboarding provides clearance, the department is free to offer the position to the candidate of choice. If the candidate accepts the position, the department should personally follow-up with all applicants interviewed and let them know the position has been filled by another candidate.
The clearance sent by Core HR to the hiring departments contains the following information:
When selecting a start date for a new appointment, review the Schedule of Paydays and Critical Dates. This will help you ensure that the date selected will give the new employee sufficient time to enroll properly in benefits when applicable, is paid on time, and that the university is in compliance with I-9 federal regulation.
Any disclosures of criminal background convictions or terminations must be approved through Talent Acquisition & Onboarding prior to offering the position to the applicant. If disclosures are not approved prior to entering the hire into myUFL and submitting the hire paperwork via ePAF, appointments will not be made active until staff in Talent Acquisition & Onboarding review the information.
If the department did not post the position via Careers at UF all applicants interviewed should be asked to complete the OPS Application for Employment. This document is a required part of the hire paperwork.